Most companies regularly face the challenge of adapting their organization to react to market evolution or internal optimization. From that perspective, organizational flexibility is a key competitive advantage. Leveraging this asset requires addressing human factors, processes and tools. Creating a worldwide footprint, adapting a legacy organization or developing agile and lean functions are just a few examples that require organizational change.
"Good work, no politics: I have always been very satisfied with CYLAD’s work."
Head of Quality in the Aviation Industry
Typical questions we face:What is the best organizational setup to address business globalization (e.g. centralized vs. decentralized)?
Typical questions we face:What is the target governance and split of roles and responsibilities? What does the transition matrix look like?
Typical questions we face:What is the right communications roadmap to manage all internal and external stakeholders?
Typical questions we face:How to develop a new function with appropriate sizing and smooth integration in legacy organization?
Typical questions we face:How to safeguard key talent and competencies with an appropriate career path?
- Proven approach for organizational design, implementation and transition in various industries
- Extensive benchmarking on key functions covering organizational split, roles and responsibilities, sizing and reporting lines
- Change management approach for communications
- Good track record in bridging senior management (strategic framing, road mapping) and operational levels (requirements, implementation)
Reorganization of a service business unit including a central team of 500 people and interfaces to 3000 people in 40 countries for an industrial electronics company
Transition of an R&D team from a functional to a cross-functional setup for a train manufacturer